Personal Development Skills

Understanding Yourself- The concept of personality and its components

What is Personality?

An individual’s personality is a unique entity resulting from the interaction between a person and
his environment. It can be understood in terms of a person’s behavior, actions, postures, words,
attitudes and opinions. Personality can also be described as an individual's hidden feelings about
the external world.

"Personality is the dynamic organization within the individual of those psychophysical systems
that determine his characteristics behavior and thought"

Components of Personality:

Openness to Experience- Inventive/Curious vs. Consistent/Cautious

Openness to experience refers to a person's accepted level of imagination and includes multiple
experiences like appreciating art, experiencing various emotions and taking up adventurous
ideas. Someone who is inventive and curious is likely to have a more active intellectual thought
process and multiple/different ways of dealing with a situation or problem.

Conscientiousness - Efficient/ Organized vs. Easy-going/ Careless

It represents a planned and organized approach rather than spontaneity and randomness. A
'structured' person puts great value on order and control which reflects a way of approaching
tasks. For example, such a person plans a project to the last detail, in a precise manner. In certain
extreme cases, it appears somewhat obsessional or overly perfectionist. A 'low structured' person
has a more relaxed and casual approach to life. As long as jobs are completed, they do not worry
about systems or schedules or organization and can sometimes appear disorganized. They may
miss important details or be late for appointments. In a managerial sense, they prefer the over-
view or strategic approach, rather than the detail-oriented approach of a project.

Extraversion - Outgoing/Energetic vs. Solitary/Reserved

Extraversion implies energy, positive emotions, forcefulness, friendliness, and chattiness. The
extrovert person is sociable, outgoing and attracted to others. However, extroverts can be
impulsive and sometimes take risks without weighing the odds. Contrarily, an introvert is less
concerned with others and is more inward-looking. Generally, they have a moderate outlook and
a cautious approach to work, but lack excitement. Introverts do not want to be 'in charge' nor do
they seek limelight. More often, their attitude is one of a personal challenge (the inner game),
rather than competition with others.
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Agreeableness - Friendly/Compassionate vs. Cold/Unkind

The ability to show compassion and co-operation. It is a personality trait that can help you be an
amicable person in the workplace. Giving a cold shoulder to people you encounter on a regular
basis may not go down well and may hamper your work and progress in the long and short run.

Neuroticism (emotionality) - Sensitive/Nervous vs. Secure/Confident

It refers to emotional stability, control over emotions and impulses, a tendency for anger,
nervousness, despair, or susceptibility. Those with self-confidence are relaxed, optimistic, enjoy
responsibility and like to be tested. Under pressure, they react calmly and in an organized way,
and have faith in their coping ability. At work, they can deal with unexpected events easily, and
present their views confidently. Those with low confidence or emotional instability, have
difficulty coping with stress. While they can assume responsibility, they may find it to be a
strain. They also question their abilities, and show pessimism. At workplace, they like
predictability and avoid complex, open-ended situations. It suggests that routine jobs in large,
supportive organizations are more likely to suit them.

Concept of Johari Window

The Johari Window model is a simple and useful tool for illustrating and improving self-
awareness and mutual understanding between individuals within a group. It can also be used to
assess and improve a group's relationship with other groups. It was devised by American
psychologists Joseph Luft and Harry Ingham in 1955, while researching group dynamics at the
University of California Los Angeles.

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1. What is known by the person about themselves and is also known by others – open area,
open self, free area, free self, or 'the arena'. This is the information about the person—
behaviour, attitude, feelings, emotion, knowledge, experience, skills, views, etc.—
known by the person ('the self') and known by the group ('others').
2. What is unknown by the person about themselves, but which others know – blind area,
blind self, or 'blindspot'. By seeking or soliciting feedback from others, the aim should be
to reduce this area and thereby to increase the open area i.e, to increase self-awareness.
This blind area is not an effective or productive space for individuals or groups. This
blind area could also be referred to as ignorance about oneself, or issues about which one
is deluded.
3. What the person knows about themselves that others do not know – hidden area, hidden
self, avoided area, avoided self or 'facade'. This hidden or avoided self represents
anything that a person knows about themselves—information, feelings, etc.,—which is
not revealed, or is kept hidden from others. The hidden area could also include
sensitivities, fears, hidden agendas, manipulative intentions, secrets—anything that a
person knows but does not reveal, for whatever reason
4. What is unknown by the person about themselves and is also unknown by others –
unknown area or unknown self. This hidden or avoided self represents anything that a
person knows about themselves—information, feelings, etc.,—which is not revealed, or
is kept hidden from others. The hidden area could also include sensitivities, fears, hidden
agendas, manipulative intentions, secrets—anything that a person knows but does not
reveal, for whatever reason

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The four 'panes' can be changed in size to reflect the relevant proportions of each type of
'knowledge' of/about a particular person in a given group or team situation.

Self-awareness and self-esteem,

Psychologists Shelley Duval and Robert Wicklund proposed this definition:"Self-awareness is

the ability to focus on yourself and how your actions, thoughts, or emotions do or don't align
with your internal standards. If you're highly self-aware, you can objectively evaluate yourself,
manage your emotions, align your behavior with your values, and understand correctly how
others perceive you."Put simply, those who are highly self-aware can interpret their actions,
feelings, and thoughts objectively.

when we look inward, we can clarify our values, thoughts, feelings, behaviors, strengths, and
weaknesses. We are able to recognize the effect that we have on others. People with self-
awareness are happier and have better relationships. They also experience a sense of personal
and social control as well as higher job satisfaction.

Your self-esteem can affect whether you:

Like and value yourself as a person

Can make decisions and assert yourself

Recognise your strengths

Feel able to try new or difficult things

Show kindness towards yourself

Move past mistakes without blaming yourself unfairly

Take the time you need for yourself

Believe you matter and are good enough

Believe you deserve happiness

There are lots of things in life that may contribute to low self-esteem. For example:

Being bullied or abused

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Experiencing prejudice, discrimination or stigma, including racism

Losing your job or difficulty finding employment

Problems at work or while studying

Physical health problems

Mental health problems

Relationship problems, separation or divorce

Problems with money or housing

Worries about your appearance and body image

Feeling pressure to meet unrealistic expectations, for example through social media

Exercises for building self esteem

• My friends think I’m awesome because…

• My classmates say I’m great at…
• I feel very happy when I…
• Something that I’m really proud of is…
• I make my family happy when I…
• One unique thing about me is…

Difference between submissive, aggressive and assertive behaviour

1 Submissive

I’m sure you are familiar with “fight or flight” responses. These are in-built programmes to
help you survive and deal with different situations. We all use them.

Submissive behaviour is the flight response. It is natural behaviour, and depending on your
upbringing, you may develop it throughout your life.

People who are submissive tend to:

a) Avoid stating their needs and feelings;

b) Communicate their needs and feelings in an apologetic way; and

c) Give others rights that they don’t claim for themselves.

Submissive behaviour sounds like this:

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“I’m really sorry. I just don’t have the time to go through those reports with you now. I’ve got
to get all these accounts finished before lunch time. My boss is a real pain, asking me to do
this today. I’d really like to help you. I’ll look at it later if that’s okay?

2 Aggressive

Aggressive behaviour is the fight response. Again, this is an in-built programme that can be
developed throughout your life.

If you learn that you can achieve things by using aggressive behaviour, you continue to
develop it. Naturally, this is to the detriment of our relationships with other people.

People who are aggressive tend to:

a) Encourage others to do things by flattery or manipulation;

b) Ignore the needs and feelings of others, either intentionally or by default; and

c) Take rights for themselves that they don’t give to others.

Aggressive behaviour sounds like this:

“Do you think I’ve nothing better to do than check those reports?”

3 Assertive

This is logical, thinking behaviour. It is not driven by your emotions. And although it may be
natural for a few people, it tends to be learned behaviour. It is about:

a) Being clear and direct in what you say;

b) Stating your needs and feelings in a straightforward way; and

c) Standing up for your rights without violating the rights of others.

Assertive behaviour sounds like this:

“I’m unable to help you with those reports this morning. I am doing accounts at the moment,
and I’ll be pleased to help you this afternoon. What time suits you?”

Discovering personal values and strengths (SWOT Analysis),

SWOT stands for Strengths, Weaknesses, Opportunities, and Threats. It is a framework to help
assess and understand the internal and external forces that may create opportunities or risks for
an organization.

Strengths

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What advantages do you have that others don't have (for example, skills, certifications,
education, or connections)?

What do you do better than anyone else?

What personal resources can you access?

What do other people (and your boss, in particular) see as your strengths?

Which of your achievements are you most proud of?

What values do you believe in that others fail to exhibit?

Are you part of a network that no one else is involved in? If so, what connections do you have
with influential people?

Consider this from your own perspective, and from the point of view of the people around you.

Weaknesses

What tasks do you usually avoid because you don't feel confident doing them?

What will the people around you see as your weaknesses?

Are you completely confident in your education and skills training? If not, where are you
weakest?

What are your negative work habits (for example, are you often late, are you disorganized, do
you have a short temper, or are you poor at handling stress)?

Do you have personality traits that hold you back in your field? For instance, if you have to
conduct meetings on a regular basis, a fear of public speaking would be a major weakness.

Again, consider this from a personal/internal perspective and an external perspective. Do other
people see weaknesses that you don't see? Do co-workers consistently outperform you in key
areas?

Opportunities

What new technology can help you? Or can you get help from others or from people via the
internet?

Is your industry growing? If so, how can you take advantage of the current market?

Do you have a network of strategic contacts to help you, or offer good advice?

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What trends (management or otherwise) do you see in your company, and how can you take
advantage of them?

Are any of your competitors failing to do something important? If so, can you take advantage of
their mistakes?

Is there a need in your company or industry that no one is filling?

Do your customers or vendors complain about something in your company? If so, could you
create an opportunity by offering a solution?

Threats

What obstacles do you currently face at work?

Are any of your colleagues competing with you for projects or roles?

Is your job (or the demand for the things you do) changing?

Does changing technology threaten your position?

Could any of your weaknesses lead to threats?

Personal SWOT Analysis Examples for Carol, an advertising manager.

Strengths

I'm very creative. I often impress clients with a new perspective on their brands.

I communicate well with my clients and team.

I have the ability to ask key questions to find just the right marketing angle.

I'm completely committed to the success of a client's brand.

Weaknesses

I have a strong, compulsive need to do things quickly and remove them from my "to do" list, and
sometimes the quality of my work suffers as a result.

This same need to get things done also causes me stress when I have too many tasks.

I get nervous when presenting ideas to clients, and this fear of public speaking often takes the
passion out of my presentations.

Opportunities

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One of our major competitors has developed a reputation for treating their smaller clients poorly.

I'm attending a major marketing conference next month. This will allow for strategic networking,
and also offer some great training seminars.

Our art director will go on maternity leave soon. Covering her duties while she's away would be
a great career development opportunity for me.

Threats

Simon, one of my colleagues, is a much stronger speaker than I am, and he's competing with me
for the art director position.

Due to recent staff shortages, I'm often overworked, and this negatively impacts my creativity.

The current economic climate has resulted in slow growth for the marketing industry. Many
firms have laid off staff members, and our company is considering further cutbacks.

https://nova-live-content.s3.eu-west-2.amazonaws.com/public/content-
downloadable/Personal_SWOT_Analysis_Worksheet.pdf

Critical Thinking and Problem Solving- Elements of Critical Thinking,

Critical thinking is the ability to think clearly and rationally about what to do or what to believe.
It includes the ability to engage in reflective and independent thinking. Critical Thinking
involves striving for understanding; to have an inquisitive yet open-minded and flexible
approach to exploring ideas. It also requires the ability to evaluate information and draw clear
conclusions based on the evidence to hand.

Someone with critical thinking skills is able to do the following:

Understand the logical connections between ideas.

Identify, construct, and evaluate arguments.

Detect inconsistencies and common mistakes in reasoning.

Solve problems systematically.

Identify the relevance and importance of ideas.

Reflect on the justification of one’s own beliefs and values.

Critical thinking is not simply a matter of accumulating information. A person with a good
memory and who knows a lot of facts is not necessarily good at critical thinking. Critical

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thinkers are able to deduce consequences from what they know, make use of information to solve
problems, and to seek relevant sources of information to inform themselves.

Examples of Critical Thinking

The circumstances that demand critical thinking vary from industry to industry. Some
examples include:

A triage nurse analyzes the cases at hand and decides the order by which the patients should be
treated.

A plumber evaluates the materials that would best suit a particular job.

An attorney reviews evidence and devises a strategy to win a case or to decide whether to settle
out of court.

A manager analyzes customer feedback forms and uses this information to develop a customer
service training session for employees.

Benefits of critical thinking

Critical Thinkers can analyse situations and make balanced decisions. This is a key skill looked
for by employers. However, many Critical Thinking processes are involved implicitly in other
activities; so many students are unaware of their ability to think critically. Students need to be
able to demonstrate these skills, in order to show how they will benefit employers.

Enhanced problem-solving: Critical thinking helps individuals break down complex problems
into manageable parts, identify underlying issues, and generate effective solutions. It promotes a
systematic approach to problem-solving, reducing reliance on assumptions or biases.

Improved decision-making: Critical thinking involves evaluating evidence, considering multiple

perspectives, and weighing the pros and cons of different options. This leads to more informed
and rational decision-making, minimizing the influence of emotions or personal biases.

Increased creativity: Critical thinking encourages individuals to think outside the box, challenge
established norms, and explore alternative viewpoints. It fosters creativity and innovation by
promoting open-mindedness and the ability to generate unique ideas.

Effective communication: Critical thinking helps individuals express their thoughts and ideas
clearly, logically, and persuasively. It enables them to analyze and construct arguments,
recognize fallacies, and communicate their viewpoints with evidence-based reasoning.

Stronger analytical skills: Critical thinking enhances analytical skills by training individuals to
gather relevant information, evaluate its credibility and validity, and draw logical conclusions. It

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enables them to identify patterns, make connections, and think critically about the implications
of data.

Increased self-awareness: Critical thinking involves self-reflection and the examination of one's
own beliefs, biases, and assumptions. It allows individuals to become more aware of their
cognitive processes, biases, and areas for improvement, fostering personal growth and
intellectual humility.

Effective problem prevention: Critical thinking is not only about solving existing problems but
also about preventing them. By critically evaluating situations and potential outcomes,
individuals can anticipate problems, identify potential risks, and take proactive measures to avoid
or mitigate them.

Better academic and professional performance: Critical thinking is highly valued in academic
and professional settings. It equips individuals with the skills necessary for research, analysis,
and argumentation, leading to improved academic performance, better job prospects, and career
advancement.

Enhanced empathy and understanding: Critical thinking involves considering diverse

perspectives and evaluating evidence objectively. This fosters empathy, tolerance, and a
willingness to understand viewpoints different from one's own. It promotes respectful dialogue
and effective collaboration with others.

Lifelong learning: Critical thinking is essential for continuous learning and intellectual growth. It
encourages individuals to question assumptions, seek out reliable information, and remain open
to new ideas and knowledge. It empowers individuals to become lifelong learners, adapting to
new challenges and opportunities.

Creative thinking and brainstorming

Brainstorming is a creative problem-solving method that involves generating new or building on

existing ideas. It can be done individually or in a group, and there are no strict guidelines for the
process. Brainstorming originated from an advertising executive named Alex F. Osborne, and
dates back to around 1939. Frustrated with his employees’ inability to generate creative new
ideas, Osborne began developing new methods for problem solving that focused on a team-based
approach to work.

He began hosting group-thinking sessions, and discovered that this approach led to a significant
boost in the quality and quantity of new ideas. Osborne coined these group meetings

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“brainstorm” sessions, and wrote about the technique in later publications. Brainstorming's main
purpose is to create new ideas without criticizing any thoughts.

The primary objective is to creatively or innovatively address a problem.

Brainstorming is a technique that focuses on enhancing the process of generating ideas and
promoting creativity among individuals.

A key goal of brainstorming is to encourage the free flow of ideas without judgment or critique.

One objective of brainstorming is idea association, which involves grouping ideas together or
building off of existing ideas.

Lastly, it advocates for approaching a problem from a fresh perspective to generate a multitude
of new ideas.

While brainstorming has evolved over the years, Osborne’s four underlying principles are
a great set of guidelines when running your own sessions. These principles include:

Quantity over quality. The idea is that quantity will eventually breed quality as ideas are refined,
merged, and developed further.

Withhold criticism. Team members should be free to introduce any and all ideas that come into
their heads. Save feedback until after the idea collection phase so that “blocking” does not occur.

Welcome the crazy ideas. Encouraging your team members to think outside of the box, and
introduce pie in the sky ideas opens the door to new and innovative techniques that may be your
ticket for success.

Combine, refine, and improve ideas. Build on ideas, and draw connections between different
suggestions to further the problem solving process.

Scenario #1

Your content and product marketing teams need to generate new messaging ideas for an
upcoming product launch. You have a set of new features that you know will be exciting for your
users, but you’re struggling to find the right words to convey their importance and benefits.

Effective Communication Skills

Verbal and non-verbal communication, body language

Verbal communication refers to the process of communicating through the use of words,

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sentences and language. Non-verbal communication refers to the process of communicating
information through body language, facial expressions, eye contact, intonations, artefacts etc.

During most instances, we communicate using a combination of both verbal and non-verbal
communication. However during some instances, one might dominate the other or one might just
be the sole medium of communication.

Verbal and Non-Verbal Communication are used simultaneously when we wish to emphasize a
point, we couple our verbal content with non-verbal gestures.

To facilitate easy comprehension on the part of the listener, we use verbal and non-verbal
information at once. For example, if the listener faces language barriers or if they have hearing
impairment or any other psychological or physiological issues, people use hand gestures and
body movements along with verbal information. We also use both types of communication when
we want the former and latter to complement each other.

Analyse the following pictures for non-verbal cues

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Active listening techniques

Active listening is a communication skill that involves going beyond simply hearing the words
that another person speaks. It's about actively processing and seeking to understand the meaning
and intent behind them. It requires being a mindful and focused participant in the communication
process.

What is the purpose of active listening?

Active listening helps you build trust and understand other people's situations and feelings. In
turn, this empowers you to offer support and empathy. Unlike critical listening, active listening
seeks to understand rather than reply. The goal is for the other person to be heard, validated, and
inspired to solve their problems.

What are the 3 A's of active listening?

The three A's of active listening are attention, attitude, and adjustment. Attention entails being
fully tuned in to the speaker's words and gestures. The proper attitude is one of positivity and
open-mindedness. Adjustment is the ability to change your gestures, body language, and
reactions as the speaker's story unfolds.

Active listening techniques include:

Being fully present in the conversation

Showing interest by practicing good eye contact

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Noticing (and using) non-verbal cues

Asking open-ended questions to encourage further responses

Paraphrasing and reflecting back what has been said

Listening to understand rather than to respond

Withholding judgment and advice

In communication, active listening is important because it keeps you engaged with your
conversation partner in a positive way. It also makes the other person feel heard and valued. This
skill is the foundation of a successful conversation in any setting—whether at work, at home, or
in social situations.

Active Listening Example

Here is an example of a conversation in which several different active listening techniques are
used.

Lisa: I'm sorry to dump this on you, but I had a fight with my sister, and we haven't spoken since.
I'm upset and don't know who to talk to.

Jodie: No problem! Tell me more about what happened. (open-ended question)

Lisa: Well, we were arguing about what to do for our parents' anniversary. I'm still so angry.

Jodie: Oh that's tough. You sound upset that you're not speaking because of it. (reflecting what
was heard)

Lisa: Yes, she just makes me so angry. She assumed I would help her plan this elaborate party—
I don't have time! It's like she couldn't see things from my perspective at all.

Jodie: Wow, that's too bad. How did that make you feel? (another open-ended question)

Lisa: Frustrated. Angry. Maybe a bit guilty that she had all these plans, and I was the one holding
them back. Finally, I told her to do it without me. But that's not right, either.

Jodie: Sounds complicated. I bet you need some time to sort out how you feel about it.
(withholding judgment)

Lisa: Yes, I guess I do. Thanks for listening—I just needed to vent.

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Professional writing skills

Professional writing refers to writing that helps get work done in business, industry, government,
non-profit, and civic settings. Whether it’s a brief office memo or a complex technical report,
professional writing is action-oriented and aims to solve problems within or between
organizations and publics.

Professional writing is transactional and action-oriented, typically used in work contexts to

achieve practical outcomes. Professional writing demands clear, concise communication aimed
at specific goals like informing, persuading, or instructing, often requiring a more direct and less
theoretical approach than academic writing. Professional writing is geared towards informing or
persuading an audience in the world of work and commerce. A professional writing style is used
because it communicates need-to-know information quickly. Professionals expect to receive the
information they need right away. Time is of the essence and professional communications are
often read quickly, or even skimmed, rather than read in depth. This type of writing is expected
when applying for a job; when giving presentations at work; and when communicating with
colleagues via email, to name a few situations

Some examples of sentences used in professional writing

1. "Please find the attached quarterly report for your review."

2. "We appreciate your prompt attention to this matter."

3. "Thank you for your cooperation and support."

4. "We look forward to your feedback on the proposed changes."

5. "Kindly confirm your availability for the scheduled meeting."

6. "Our team is committed to delivering high-quality results on time."

7. "Please do not hesitate to reach out if you have any questions."

8. "We are pleased to inform you that your application has been approved."

9. "Your input is highly valuable to the success of this project."

10. "Let's schedule a follow-up call to discuss the next steps."

11. "We are pleased to announce the launch of our new initiative."

12. "Please review the attached proposal at your earliest convenience."

13. "We look forward to a successful collaboration with your team."

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14. "Your expertise would greatly benefit this project."

15. "We are currently evaluating the feasibility of your suggestions."

16. "Thank you for your interest in our company."

Presentation Skills

Simple Tips for Giving The Best Presentations (youtube.com)

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Leadership Skills- Different leadership styles

Leadership plays a central role in the success and direction of a business. Organizations depend
on successful leaders to communicate its mission, vision and goals, unite team members around
those goals and then achieve them. These capabilities are especially important in times of crisis.
Strong leadership is critical to an organization's competitiveness because it drives change and
innovation. The best leaders keep an eye on changing directions in their industry, promote new
ideas from within their company and bring in innovative thinkers.

Leadership is an integral part of management and plays a vital role in managerial operations.
Leadership provides direction, guidance, and confidence to the employees and helps in the
attainment of goals in much easier way. In business and industrial organizations, managers play
the role of leader and acquire leadership of subordinates, their efforts towards the achievement of
organizational goals and activate the individuals of an organization to make them work.
Leadership influences behavior of the individuals. It has an ability to attract others and potential
to make them follow the instructions. Individuals can be induced to contribute their optimum
towards the attainment of organizational goals through effective leadership. Leadership acquires
dominance and the followers accept the directives and control of a leader. Leadership provides
direction and vision for future to an organization.

Leadership styles

The following leadership styles are among the many commonly seen in business and other
organizations:

1. Affiliative leaders foster positive group dynamics. This leadership that promotes positivity, a
harmonious workplace and team-building. This leadership style focuses on using conflict
resolution and creating personal connections between employees and their managers to build a
sense of community and trust. Affiliative refers to behavior that promotes social or emotional
cohesion and problem-solving. The Dalai Lama. Warren Buffet.

2 Authoritative leaders provide clear direction and require compliance. Authoritative leadership
refers to a management style where the leader is in complete control. An authoritative leader is
one who sets the goals, determines the processes and oversees all steps it takes to reach those
goals with little or no input from team members. Authoritative leadership drives organizations
and their employees toward common goals. These types of leaders work with employees at every
step of their processes, leading and coaching them to success. Authoritative leaders act as
mentors for their employees and work to inspire the team. Often referred to as visionary,
authoritative leaders encourage employees to follow their lead and guide them toward success.
Authoritative leaders offer feedback that is motivating rather than overly-harsh criticism. Bill
Gates had a strong vision for Microsoft: he saw the direction in which the software industry was
moving, and he was keen to move Microsoft in that same direction. Using an authoritative
leadership style, he held the reins at Microsoft. He used his position as an authority within his
industry, and within his company, to align the resources of Microsoft with his specific vision,
and when that vision proved successful, he reaped the rewards

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3. Autocratic leaders maintain complete control and decision-making powers. The autocratic
leadership style is characterized by individual control over all decisions and little input from
group members. Such leaders typically make choices based on their ideas and judgments and
rarely accept advice from followers.This leadership style involves clear direction, unilateral
decision-making and strict control over organizational activities. While it can lead to quick
decision-making, it may discourage creative collaboration and lower employee morale. Vladimir
Putin, Elon Musk, Steve Jobs.

4 Charismatic leaders use sociable and charming personality traits to persuade followers. People
view charismatic leaders as extroverts who have a high level of emotional intelligence, passion,
and infectious energy. By being charming, likable, and persuasive, these leaders have
charismatic authority that attracts and influences people. They are effective at emotionally
resonating with their followers, which makes them feel inspired, motivated, and determined in
the face of adversity. For this reason, charismatic leadership works well in companies that
support a strong social cause. This is because the leader drives people to stay positive, upbeat,
and keep fighting the good fight. Martin Luther King Jr., Nelson Mandela, John F. Kennedy,
Barack Obama, Satya Nadella, Mahatma Gandhi

5. Coaching leaders teach and motivate others to reach goals. Coaching leadership is a style that
involves recognizing team members’ strengths, weaknesses and motivations to help each
individual improve. It is one of the four main leadership styles that managers use to motivate
employees and achieve success.Defined by Paul Hershey and Kenneth Blanchard in the 1960s,
coaching leadership is highly common in today's workplace because its positive nature promotes
development of new skills, revisits company objectives and fosters a confident company culture.
Leaders who coach are often seen as valuable mentors. Satya Nadella

6. Coercive leaders force people to follow instructions whether they want to or not. Coercive
leadership can best be characterized by the phrase “do what I tell you.” In this leadership style,
the person in charge will be dictating how and when everything will be done. Subordinates are
expected to follow the leader's directions exactly; failure to do so will be met with negative
consequences. These leaders will often ask workers to do things without explaining why they are
doing it. Employees are expected to perform regardless of whether or not they understand the
reasoning behind what they are being asked to do Coercive leadership makes for an effective
style in industries such as manufacturing and construction. This type of leadership ensures that
employees strictly follow directions, rules and policies within the workplace. Teams meet
objectives faster, safer and more efficiently. Jobs within the medical field can also benefit from
aspects of Coercive leadership. When it comes to providing care to patients, there must be
consistency and high standards. There is usually a right way for things to be done. Failure to
follow guidelines can put patients' lives at risk.

7. Command and control, also called bureaucratic, leaders establish strict rules and regulations.
Command and control leaders are generally a bit more rigid and hierarchical than others. In a
command and control system, the leader prefers to be seen as an authority figure with the final
say in any workplace decision. The level of discipline and structure encouraged by these leaders
can be very beneficial for teams that need to meet precise deadlines or work with specific
procedures. However, command and control leadership can sometimes be seen as restrictive if

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not kept in check. It may also limit other team members from growing their own leadership
qualities. Examples include the emergency services such as police and fire-rescue agencies or the
military. In such life-critical settings, there isn't time for discussion among several people, action
usually must occur without debate or delay.

8. Democratic leaders focus on compromise and group consensus; they include others in
decision-making. Democratic leadership, also known as participative leadership or shared
leadership, is a leadership style in which members of the group participate in the decision-
making process. This type of leadership can apply to any organization, from private businesses to
schools to the government.With a democratic leadership style, everyone is given the opportunity
to participate, ideas are exchanged freely, and discussion is encouraged. While this process tends
to focus on group equality and the free flow of ideas, the democratic leader is still there to offer
guidance and control. The democratic leader is also charged with deciding who is in the group
and who gets to contribute to the decisions being made. Research has found that the democratic
leadership style is one of the most effective types and leads to higher productivity, better
contributions from group members, and increased group morale.

a. Former CEO of PepsiCo, Indra Nooyi, demonstrated how much she valued her team
members by writing personalized letters to their parents.

b. The 16th President of the United States and visionary leader, Abraham Lincoln,
surrounded himself with extremely capable people. Even if they were likely to disagree with him
and challenge his assumptions.

c. Former Secretary-General of the United Nations and charismatic leader, Kofi Annan,
who was known for his ability to bring warring parties together.

9. Innovative leaders foster creativity and adaptability. An innovative leader is one who
specializes in finding new and creative ways to overcome traditional obstacles in the workplace
or project. Innovative leaders are “big picture” leaders and are often adept at grasping the
entirety of a project and finding precisely where a problem lies. While this can be highly
beneficial in righting wrongs and encouraging a creative atmosphere, it also means that
innovative leaders tend to operate with a significant level of risk. Sometimes, the innovation does
not prove as effective as envisioned, leaving teams scrambling for new ways to fix problems.
Another element of innovative leadership is the willingness to consider a different concept or
approach, which can be challenging for those who prefer to stick to tried and true methods. You
can see innovative individuals who lead several major global companies. One example is Steve
Jobs, the co-founder and former CEO of Apple, Inc., who revolutionized the idea of the personal
computer and worked closely with staff members on the innovative “Think different” marketing
campaign that led to the success of the iTunes and the iMac, iPod and iPhone.

10. Laissez-faire leaders take a hands-off approach. Laissez-faire leadership, also known as
delegative leadership, is a type of leadership style in which leaders are hands-off and allow group
members to make the decisions. Researchers have found that this is generally the leadership style
that leads to the lowest productivity among group members. This leadership style can have both
benefits and possible pitfalls. There are also certain settings and situations where laissez-faire

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leadership might be the most appropriate. To help make laissez-faire leadership more effective,
leaders can check in on work performance and give regular feedback. It's also helpful for leaders
to recognize when this style should be best utilized, such as with team members who are experts
at what they do. As the head of Apple, famous for its innovative technology and designs, Steve
Jobs used laissez-faire leadership to encourage creativity and rapid development in his business.
He is known for the quote, “It doesn’t make sense to hire smart people and then tell them what to
do; we hire smart people so they can tell us what to do.” By focusing on hiring competent
individuals, Jobs developed trust and confidence in his team, allowing them the freedom to take
risks and stay internally motivated and empowered. Jobs’ laissez-faire leadership style did come
with some negative attributes. Because he placed so much trust in his employees, he was known
as a strict disciplinarian when they failed to meet his standards and expectations.

11. Pacesetter leaders use emotional-leadership styles to drive employees to achieve goals at a
high rate. Pacesetting leadership, also known as pacesetter leadership, is the practice of
demonstrating leadership by example in a managerial or professional setting. Leaders who set the
pace for their employees exemplify what they expect of them in the workplace. The purpose of
pacesetter leadership is to achieve results that exceed or match expectations set by a leader, such
as a supervisor, manager, or group leader. A team's commitment to quality and deadlines is
essential because of its emphasis on individual responsibility.

12. Servant leaders focus on serving the needs of the group and the greater good. It involves
placing the needs of employees and customers before the leader’s needs. It is a form of
leadership that promotes engagement and motivation, allowing people to find a greater sense of
worth in their work. Robert K. Greenleaf, the founder of the modern servant leadership
movement, first discussed the idea of servant leadership in an essay called The Servant as
Leader, published in 1970. Greenleaf explained that servant leaders support their employees,
allowing them to learn and grow through inclusive leadership. They focus on creating an
environment where the team can do their job well, thus positively impacting business growth.
Servant leadership enables employees to put an optimal effort into achieving the organization’s
objectives as they feel included and valued by leaders. He chose the term “servant leadership”
because the concept overturns conventional leadership theories.

• Starbucks is a prime example of a company that has successfully adopted the servant
leadership model. The company’s leadership has implemented various mentorship programs,
including the Starbucks College Achievement Plan and Pathway to Admission program. In
addition, Starbucks has created a Leadership Lab program that offers employees a chance to
develop their leadership skills through hands-on training and coaching. Starbucks provides
extensive guidance to its employees for job training and personal development. For example, the
company’s “Coffee Master” program trains baristas to become experts in coffee tasting and
brewing techniques while also encouraging them to develop their unique coffee blends. All of
these programs and initiatives are available to every employee at Starbucks, from baristas to
executives, highlighting the company’s commitment to serving the needs of its employees and
fostering a culture of continuous learning and development.

• Mahatma Gandhi- Another excellent example of servant leadership is Mahatma Gandhi,

the Indian independence leader. His approach to leadership was based on serving the needs of

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others and empowering them to take charge of their own lives. Gandhi focused on building
relationships with his followers, understanding their needs and motivations, and helping them to
achieve their goals. His servant leadership approach inspired millions of people to join the Indian
independence movement, and his legacy continues to influence leaders worldwide today.

13. Strategic leaders- Strategic leadership is a type of leadership in which leaders influence those
around them to embrace a collective vision for the success of their organization. These leaders
can work confidently in ambiguous situations, approaching them with creativity, vision and
focus on long-term success and providing their team with a clear sense of direction and
collaboration to work together toward a common goal. Strategic leaders possess the unique
ability to figure out the best strategies and methodologies to help their organization remain
sustainably competitive in the market. Sustainability requires adaptation, whether it's the
available technology, the changing climate, fluctuating economy or other affecting factors, and
organizations without strategic leaders are at risk of failure in the face of these factors. Oprah
Winfrey, Howard Schultz, CEO of Starbucks, Jacinda Ardern -Former Prime Minister of New
Zealand

Time Management and Productivity- Time management techniques and tools,

Time management is the coordination of tasks and activities to maximize the effectiveness of an
individual's efforts. Essentially, the purpose of time management is to enable people to get more
and better work done in less time.Elements of time management include organization, planning
and scheduling to best take advantage of the time available. Time management techniques also
take into account an individual's particular situation and their relevant capabilities and
characteristics. In a business context, it is used to set goals and expectations for companies and
their employees. Good time management skills help employees deliver quality work and meet
their goals effectively. Time management also helps managers to understand what employees are
capable of and to set realistic goals.Poor time management skills cause employees to miss goals
and deliver poor work, become overly stressed out and anxious, and run short of time.

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Time management techniques and tools:

Pareto analysis. Based on the Pareto principle, Pareto analysis states that 80% of consequences
come from 20% of causes. It is useful for categorizing courses of action according to their
importance or value in a given context. It helps people use resources efficiently.

Eisenhower matrix. The Eisenhower matrix is a tool to help with prioritization that divides tasks
into urgent tasks and important tasks. The goal is to get people to prioritize more important tasks
over less important but more time-sensitive ones that take attention from the important ones.

Time blocking -Time blocking is a time management method that divides the day into specific
blocks of time.

Getting Things Done method- The Getting Things Done method is an approach to task
management that helps individuals stop overthinking big and small tasks, and start prioritizing
them, with the goal of reducing stress levels to increase productivity and clarity of thought. It
involves writing everything down, categorizing it by importance and then doing the tasks.

Pomodoro technique- The Pomodoro technique breaks time into 25-minute time slots of focused
work interspersed with five-minute breaks, with a longer break after four consecutive work
intervals. This helps people resist the urge to procrastinate and multitask.

Productivity apps -Productivity apps can be used to set reminders and create schedules.

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Prioritization and goal setting

Goal prioritization is the process of identifying your objectives and organizing them based on
their urgency, value, and importance. This process also requires you to appropriately allocate
your resources, time, and effort where they’re needed the most. It’s basically a fancy term for
what you might already be doing: Determining what to focus on first before moving on to other
tasks.

Short-Term Goals:

Short-term goals, often referred to as *immediate goals*, are objectives that you aim to achieve
in the near future. These goals typically have a time frame of days, weeks, or a few months.
Short-term goals are essential for maintaining focus and motivation, as they provide a sense of
accomplishment in the short term, which, in turn, can keep you motivated to pursue longer-term
objectives. They can be small, actionable steps that contribute to larger goals or standalone
targets you want to accomplish within a specific time frame.

Long-Term Goals:

Long-term goals are aspirations that extend beyond the immediate future, usually spanning years
or even decades. These goals often represent significant life achievements or career milestones.
Long-term goals require careful planning, persistence, and dedication to accomplish, as they
involve complex undertakings that may take time to materialize. They serve as a roadmap for
personal and professional growth, guiding individuals toward their vision of success and
fulfillment.

Balancing personal and professional life

Work-life balance is a term that describes how well we manage our work duties and personal
activities in harmony. It’s essential for our mental well-being, as it helps us reduce stress and
avoid burnout at work. A balanced lifestyle means giving equal attention and priority to our work
and personal life, fostering happiness and overall health.

1. Flextime arrangements

These arrangements empower employees by allowing them to tailor their workday’s start and
end times, accommodating personal commitments while maintaining productivity.Deloitte, for
example, has seen increased productivity and job satisfaction by embracing such flexibility,
showing a profound understanding of individual needs.

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2. Remote work opportunities

These opportunities facilitate flexibility and eliminate the stress of commuting long distances by
allowing employees to work from home, fostering a better balance between work duties and
home life.Adobe, known for its comprehensive suite of tools like Adobe Photoshop, Adobe
Lightroom, and Adobe Premiere Rush, stands out as an employer that values work-life balance,
job security, and company culture.The company regularly offers various work-from-home roles,
making it a desirable place for professionals seeking flexibility and a supportive work
environment.

3. Four-day work weeks

Introducing a condensed work-week—such as the four-day work-week—enables employees to

enjoy a longer weekend, improving productivity and well-being.

4. Mental health days

Promoting mental wellness by encouraging employees to take days off for mental health
enhances their psychological well-being.

5. Unlimited PTO

You can build a culture of responsibility and mutual respect between the employees and the
management by adopting a trust-based unlimited PTO policy that allows employees to take as
much time off as they needFor instance, HubSpot has adopted a ‘flexible vacation policy’
reflecting a flexible and autonomous culture. It was also highlighted in the HubSpot Culture
Code, 2023.Dropbox, which introduced unlimited PTO to attract top talent, similarly believes
rest and recovery are crucial for productivity and collaboration. These companies demonstrate
that trusting employees to manage their time off can contribute significantly to a positive work
environment and employee satisfaction.

6. Wellness programs

Several employers organize yoga and meditation programs to support physical and mental well-
being and encourage a healthier lifestyle among employees.Leading companies like NIKE, Inc.
and Salesforce have set exemplary standards in integrating wellness programs into their
corporate cultures, showcasing their commitment to the holistic well-being of their
employees.Nike integrates wellness into every aspect of its culture, offering emotional and
physical support through free therapy sessions, access to sports centers, and wellness weeks.
Salesforce, recognizing its workforce as its most significant asset, focuses on mental health and
professional growth, providing unlimited time off, free therapy, and extensive support for
working parents.

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7. On-site childcare

Easing the burden on working parents by providing childcare facilities at work reduces stress and
enhances focus and productivity.

8. Fitness subsidies

Even if you don’t have dedicated gymming and workout facilities, you can support employees’
physical health and encourage them to adopt an active lifestyle by offering reimbursements for
gym memberships.

9. Personal development funds

Allocating a budget for personal growth opportunities, such as professional seminars, courses, or
hobby classes, promotes continuous learning and development.

10. Regular check-ins

Ensuring managers regularly engage with employees to discuss workload and personal well-
being encourages open communication and support.

11. No email after work hours

Discourage after-hours communication and respect personal time to reduce work-related stress
among employees.

12. Employee resource groups

Facilitating the formation of groups for shared interests enhances community feeling and
provides a supportive network within the workplace.

13. Flexible holiday schedules

Many organizations let employees choose holidays that align with their values and traditions,
recognizing and celebrating diversity.

14. Sabbatical leave

Offering long-term employees the chance to take extended breaks for personal pursuits helps
acknowledge their dedication and promotes rejuvenation.

15. Professional development opportunities

Providing access to career advancement resources emphasizes your organization’s investment in

its employees’ future success.Morgan Stanley exemplifies commitment to employee growth and
professional development, reinforcing the belief that its people are its greatest asset.The firm

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invests in nurturing talent at every career stage through comprehensive skill-building
opportunities, mentorship, and career development programs.

16. Team building retreats

You can organize retreats focused on relaxation and team bonding to strengthen relationships
and enhance team dynamics.

17. Volunteer days

Encouraging community engagement by offering paid time off for volunteering can reinforce
your company’s commitment to social responsibility.

18. Standing desks

To reduce sedentary behavior, consider providing ergonomic furniture options, such as standing
desks, to your employees.

19. Healthy office snacks

Stocking the office with nutritious snack options is another excellent way to support employee
health and wellness throughout the workday.

20. Recognition programs

Celebrating personal and professional milestones with programs acknowledging achievements

encourages a culture of appreciation and motivation.

21. Work-life balance workshops

Hosting sessions to share strategies for effectively balancing work and personal life equips
employees with tools for better time management.

22. Parental support groups

Creating forums for working parents to exchange advice and support acknowledges their unique
challenges and fosters a supportive community.

23. Financial planning services

Contribute to your employees’ overall sense of security and well-being with financial counseling
services.

24. Pet-friendly workplace

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Allowing pets can create a more relaxed atmosphere and enhance employee satisfaction,
reducing stress and improving mood.Amazon has a pet-friendly workplace with its main campus
in Seattle, where it caters to the needs of employees’ furry friends. With a designated dog park,
the campus is a haven for its 8,000 registered dogs.The provision of free poop bags and dog
treats demonstrates Amazon’s thoughtful approach to creating an inclusive and welcoming
environment for team members and their pets alike.

Stress Management and Stress Management Techniques

Stress management offers a range of ways to help you better deal with stress and difficulty, also
called adversity, in your life. Managing stress can help you lead a more balanced, healthier life.
Stress is an automatic physical, mental and emotional response to a difficult event. It's a common
part of everyone's life. When used positively, stress can lead to growth, action and change. But
negative, long-term stress can lessen your quality of life. Stress management involves using
various techniques and coping strategies to improve the way you react to stressful things in your
life and build resilience.

Not all stress can be avoided, and it’s not healthy to avoid a situation that needs to be addressed.
But you may be surprised by the number of stressors in your life that you can eliminate.

Learn how to say “no.” Know your limits and stick to them. Whether in your personal or
professional life, taking on more than you can handle is a surefire recipe for stress.

Avoid people who stress you out. If someone consistently causes stress in your life, limit the
amount of time you spend with that person, or end the relationship.

Take control of your environment. If the evening news makes you anxious, turn off the TV. If
traffic makes you tense, take a longer but less-traveled route. If going to the market is an
unpleasant chore, do your grocery shopping online.

Avoid hot-button topics. If you get upset over religion or politics, cross them off your
conversation list. If you repeatedly argue about the same subject with the same people, stop
bringing it up or excuse yourself when it’s the topic of discussion.

Pare down your to-do list. Analyze your schedule, responsibilities, and daily tasks. If you’ve got
too much on your plate, distinguish between the “shoulds” and the “musts.” Drop tasks that
aren’t truly necessary to the bottom of the list or eliminate them entirely.

Goal Setting and Motivation- Setting SMART Goals, Intrinsic vs. Extrinsic Motivation

Goal-setting is a concept that describes the strong link between goal setting and task motivation.
It explains that creating specific, measurable, and difficult goals unlocks higher performance in

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individuals compared to easy goals that merely ask them to try their best.This theory is beneficial
for teams and organizations who want to understand the impact of goal setting on employees’
work motivation. It allows leaders and managers to develop a robust goal framework for their
company and implement goal-setting programs for better performance.

set both short- and long-term goals

set SMART goals

set goals that motivate you

write your goals down and put them in a place you can see

adjust your goals as necessary

Recognize and reward yourself when you meet a goal

SMART Goals

Specific – highly detailed statement on what you want to accomplish (use who, what, where,
how etc.)

Measurable- how will you demonstrate and evaluate how your goal has been met?

Attainable- they can be achieved by your own hard work and dedication- make sure your goals
are within your ability to achieve

Relevant- how does your goals align with your objectives?

Time based- set 1 or more target dates- these are the “by whens” to guide your goal to successful
and timely completion (include deadlines, frequency and dates)

Intrinsic vs. Extrinsic Motivation

What is intrinsic motivation?

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Intrinsic motivation is when you feel inspired or energized to complete a task because it’s
personally rewarding. In other words, you're performing the activity because of some internal
drive as opposed to an external force or reward. With intrinsic motivation, the behavior itself
becomes the reward.

What is extrinsic motivation?

Extrinsic motivation is when you’re inspired to perform a task either to earn a reward or to avoid
punishment. In the case of extrinsic motivation, you're not completing the task because you like
it or find it satisfying. Instead, you're completing it because you think you'll avoid something
unpleasant or you'll get something in return.

Intrinsic motivation Extrinsic motivation

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 Intrinsic motivation Extrinsic motivation
Cleaning your house so your roommate doesn't
Cleaning your house because you like it tidy
reprimand you
Playing a game of soccer because you enjoy the Playing a game of soccer because you want to win a
sport trophy
Reading a book about a subject that interests Reading a book because you want to get a good grade
you in school
Putting together a puzzle because you like the Putting together a puzzle because you want to win a
challenge prize

Reflection and Continuous Improvement

Reflective Practice is a modern term, and an evolving framework, for an ancient method of self-
improvement.Essentially Reflective Practice is a method of assessing our own thoughts and
actions, for the purpose of personal learning and development. Reflective Practice is a very
adaptable process. It is a set of ideas that can be used alongside many other concepts for training,
learning, personal development, and self-improvement.

Teachers and other experts in education may use reflection to assess the effectiveness of their
lessons or classroom management techniques. It's typical for teachers to set goals with their
students, such as having a certain percentage of their class pass a challenging exam. After
administering and scoring the test, the teachers can review the success of their students. Based on
the test scores, they may reflect on what teaching techniques were most helpful for their students,
and which they might change.

Students may also benefit from using self-reflection while pursuing their educational and career
goals. For example, a student can reflect on their study habits to find new ways of improving
their study skills. They may also reflect on their process of finding an internship or networking
with established professionals in their field of interest.

Lifelong Learning and Continuous Improvement

Lifelong learning refers to all the learning activity carried out throughout a person’s life to
improve their skills and abilities. Beyond formal education, it implies being willing to acquire
new knowledge at different stages of life and by various means. Reading a book, listening to a
podcast, watching a video on YouTube or debating with a colleague are just a few examples of
methods for lifelong learning.

According to Peter Druker: “The only skill that will be important in the 21st century is the is the
skill of learning new skills. Everything else will become obsolete over time.” Thus, the
philosophy of continuous learning is increasingly attractive to both companies and workers.

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Lifelong learning recognizes that not all of our learning comes from a classroom.

For example, in childhood, we learn to talk or ride a bike.

As an adult, we learn how to cook a new dish and how to be more confident.

Key elements of lifelong learning:

Voluntary

Self-motivated or self-initiated

Doesn’t always require a cost

Often informal

Self-taught or instruction that is sought

Motivation is out of personal interest or personal development

Personal Development Plan

A personal development plan is a written document that outlines your personal goals and the
steps you will take to achieve them. Unlike other forms of goal setting, a personal development
plan might contain a variety of goals that may or may not be related to one another. This might
include diverse goals such as learning a new language, developing new workplace skills,
practicing a healthy lifestyle and joining an organization that teaches how to enjoy public
speaking.

In addition, a personal development plan is a document that you continually update. Once you
complete all the goals in your personal development plan, you can create new goals or make the
original goals more challenging. The idea is to always be striving for personal improvement.

How to make a personal development plan

When you write your first personal development plan, use these steps to guide your process:

Establish your goals

Identify skills to learn

Create a step-by-step plan with a deadline

Find ways to measure progress

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Navigating Digital Spaces Safely

Digital literacy is not merely about being able to use technology but involves a deeper
understanding and capability to navigate, evaluate, and create information in the digital
environment. It is a critical skill in today's rapidly evolving technological landscape, essential for
effective participation in educational, professional, and civic spheres.

The Essence of Digital Literacy

Digital literacy encompasses a range of skills:

Technological proficiency: Understanding how to use digital tools and platforms.

Critical thinking: Evaluating the reliability and credibility of digital content.

Digital communication: Sharing information and communicating effectively online.

Ethical online behavior: Respecting privacy, acknowledging copyright, and engaging in

responsible social interactions.

These skills empower individuals to navigate digital spaces safely and make informed decisions,
highlighting the integral role of digital literacy in modern society.

Building profile on Professional Platforms

A professional profile—or resume profile—is an important tool to consider when building your
resume. It is a description that highlights your skills and expertise and it shows employers what
assets you will bring to the role you are applying for.

A professional profile is an introductory section on your resume that highlights your relevant
qualifications and skills. Including a professional profile can have some advantages.

First, your resume profile concisely features your skills and professional experience in a way that
gets employers' attention. Employers typically scan resumes and do not spend much time reading
each one through. Because of this, your professional profile can be an effective way to quickly
show your employer how you will be an asset to the position you're applying for.

Another benefit of including a professional profile is that you can highlight specific skills and
expertise that employers require for a certain position. For example, an educator's professional
profile might highlight classroom management, curriculum development and teaching skills
when seeking an elementary school teaching position.

1. Keep your profile short and concise

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Your professional profile should be no more than four brief sentences. You may write your
profile as a list in bullet form or as a short paragraph. Include your job title and years of work or
training experience. Highlight your professional strengths for the role.

2. Include the skills that are relevant to the job you are applying for

Include only your professional skills and experience that are relevant to the job you're targeting.
This is especially helpful if your skills and work history differ from your current career goals
because it enables you to showcase the related expertise that hiring managers are looking for.

3. Include any achievements relevant to the job industry

If you have exceptional accomplishments—such as markedly improving sales results in your last
position—include those in your professional profile. Quantifiable achievements show employers
how you can contribute to the development of their company if they hire you for the role. For
example, the details highlighted in this phrase, 'increased open rate for online campaigns by 17%
in one year' shows an employer more of your ability than 'increased the open rate for online
campaigns.'

4. Place your profile where it's highly visible

Consider showcasing your professional profile at the top of your resume, above your work and
education history. Hiring managers and recruiters typically scan the top parts of resumes first.

Example: Results-driven professional with repeated success in guiding IT projects from start to
finish, managing technical support operations and introducing new technologies to promote
operational efficiency.

Example: Sales and marketing manager with experience in leveraging consultative selling
strategies that build relationships across all target markets. Deep knowledge of marketing
campaign development and implementation of training programs for new hires.

Example: Veteran teacher with 15 years of experience planning and implementing algebra
curriculum for students with disabilities. Passionate and highly effective with success in
instructional strategies to develop students' academic skills and raise test scores.

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